Why Recruit Offshore?

The importance of human resource planning to the success of any business enterprise is well recognized and documented. Equally accepted is the fact that certain specific and international skills do not exist in sufficient numbers today. The need to recruit offshore is immediately apparent.

The aim in all recruitment campaigns is to hire competent, motivated professionals who will provide an added value and proven expertise to the company. An advantage with offshore recruiting is that people who are willing to immigrate are typically highly motivated, upwardly mobile, and loyal employees.

Custom Combinations

No two companies are alike, and some companies have greater in-house human resource planning capabilities than others. We have therefore designed our consulting services for international recruitment in such a way that our Clients can identify and select the combination of expertise needed to meet their exact requirements.

Our modules have been devised as follows:

• Planning the campaign
• Obtaining government approvals
• Identifying target markets
• Devising strategies and tactics to attract candidates
• Candidate sourcing
• Pre-screening, interviewing and short-listing
• Facilitating the negotiations
• Preparing offer letters and acceptances
• Presenting the offer
• Preparing support documentation
• Helping to arrange for work permits
• Arranging relocation and travel services
• Acclimatizing new hires and their families upon arrival

The reasons for drawing upon the expertise available at Alan Davis & Associates Inc. are clear: years of experience in all aspects of hiring, from defining the need to supporting the new employee through the first few weeks in a new country.

It's a Family Affair

The importance of including the families of overseas candidates in the entire process cannot be stressed too strongly. The decision to relocate overseas is a major commitment, and the entire family unit should be involved in the decision-making process to ensure a smooth transition. We usually interview spouses as part of the process, and sometimes find that they were not aware of how seriously their partner was considering a major move! We have often saved our clients tremendous expense and misery by uncovering family dynamics that would have sabotaged a successful placement. It is also important to give additional relevant information to prospective candidates and their families - such as climate, income tax, cost-of-living, language, education and cultural issues - before asking them to consider relocation.

It has been shown time and time again that attention to detail, on a personal and family level, makes an enormous difference to the success of a campaign, both in the number of acceptances per offer and in the length of tenure with the new employer.

We usually interview spouses as part of the process, and sometimes find that they were not aware of how seriously their partner was considering a major move! We have often saved our clients tremendous expense and misery by uncovering family dynamics that would have sabotaged a successful placement.

Candidates considering a career move to Canada, should consider visiting the section “Relocating to Canada”